Human Rights
Goals for Respecting Human Rights
Meiji Group 2026 Medium-Term Management Plan
- Data target range or company leading initiatives: Meiji Group Consolidated
| Major initiatives | Metrics | Reference results | Targets | |
|---|---|---|---|---|
| FYE March 2023 | FYE March 2027 | |||
| 1 | Conduct employee education on business and human rights | Implementation rate for human rights education for all domestic group employees | Participation rate: 92% | Participation rate or 90% or more |
| Number of human rights education programs conducted for employees of overseas group companies | Participation rate: 84% | Once or more | ||
| 2 | Strengthen human rights due diligence overseas | Number of overseas high-risk countries for which human rights impact assessments have been conducted | N/D | 3 countries |
Meiji Group 2023 Medium-Term Management Plan
- [ ] Scope of KPI
- Meiji G: the Meiji Group (consolidated)
| KPI | Results | Targets | ||
|---|---|---|---|---|
| FYE 3/2022 | FYE 3/2023 | FYE 3/2024 | FYE 3/2024 | |
| All domestic Meiji Group employees to attend a human rights training (including e-learning) at least once annually [Meiji G, Japan consolidated] |
Implemented one time (Enrolled participants: Approx. 13,000 Participation rate: 90%) | Implemented one time (Enrolled participants: Approx. 13,000 Participation rate: 92%) | Implemented one time (Enrolled participants: Approx. 13,000 Participation rate: 93%) | At least once annually |
| All overseas Meiji Group employees to attend a human rights training (including e-learning) at least once by FYE 3/2024 [Meiji G consolidated excluding Japan] |
Enrolled participants: Approx. 770 Participation rate: 99% | Enrolled participants: Approx. 2,200 Participation rate: 84% | Enrolled participants: Approx. 1,200 Participation rate: 99% | At least once by FYE 3/2024 |
Respect and Promote Human Rights
Meiji Group’s Basic Approaches to Human Rights
Our Corporate Behavior Charter and Code of Conduct includes respect for human rights. We recognize that all people are born free and with equal dignity and rights. We act fairly and faithfully to uphold this Policy on Human Rights in all our business activities. We engage in the greater pursuit of initiatives related to human rights, striving to accomplish our duties in this respect.
Meiji Group Human Rights Policy
Based on the United Nations Guiding Principles on Business and Human Rights, the Meiji Group supports and respects international standards on human rights, such as the International Bill on Human Rights, ILO's core labour standards, and OECD Guidelines for Multinational Enterprises.
In the pharmaceutical business, we will respect the ethical principles of the Helsinki Declaration and the guidelines of the International Council for Harmonisation of Technical Requirements for Pharmaceutical for Human Use (ICH).
We will also respect the Children’s Rights and Business Principles of UNICEF, especially with regard to children, who have strong ties to the food business.
In 2020, we established the Meiji Group Marketing Communication to Children Policy, which outlines our considerations for children in marketing related to confectionery and ice cream.
System for Promoting Respect for Human Rights
In the Meiji Group, the Chief Sustainability Officer (CSO), who is a member of Meiji Holdings' Board of Directors, is tasked by the President of Meiji Holdings to be responsible for and execute measures related to human rights. Under the supervision of the CSO, Meiji Holdings' Sustainability Management Department leads execution of each of these measures as the main organization responsible for sustainability.
The Meiji Holdings Executive Committee has assembled the Group Sustainability Committee, with the aim of unifying all of Meiji Group's various sustainability-related activities, including those concerning human rights. In July 2019, we established the Group Human Rights Meeting, whose members consist of relevant departments and outside experts, and initiated human rights due diligence activities. Meiji Holdings' Sustainability Management Department, the main department responsible for sustainability, serves as the Meeting's secretariat. The Group Human Rights Meeting has in turn set up sub-committees, each with its own individual area of responsibility. As well as this, they are investigating human rights-related issues, creating action plans for various initiatives, and taking necessary preventive measures. The Board of Directors at Meiji Holdings receives regular reports on these activities and supervises the effectiveness of activity processes and measures.
In addition, the Meiji Group has appointed Meiji Brand Promotion Officer and Meiji Brand Promotion Leader at each workplace to spread knowledge and understanding of brand promotion and sustainability. Approximately 770 Meiji Brand Promotion Leaders promote awareness of sustainability issues, including human rights, in their respective workplaces.
Approximately 270 Meiji Brand Promotion Officers supervise Meiji Brand Promotion Leaders.
Meiji Holdings Sustainability Management Department regularly holds online forums and seminars for Meiji Brand Promotion Officers and Leaders to enhance understanding of sustainability activities, including human rights.
Implementing Human Rights Due Diligence
We started human rights due diligence in FY2019 and it forms our commitment to human rights based on the Meiji Group Human Rights Policy. We make constant efforts to communicate with external stakeholders by: assessing the impact on human rights caused by the Meiji Group’s corporate activities and identifying issues; incorporating these evaluation results into procedures and implementing them for meaningful improvements; follow-up evaluations to review effectiveness; and timely and appropriate information disclosure. By continuous improvement through these processes, we will achieve both respect for human rights and sustainable growth of businesses.
Identifying Salient Human Rights Risks
We identify human rights risks throughout the value chain in each of the food and pharmaceutical business domains, and include objective perspectives from outside experts to identify salient human rights issues for the Meiji Group.
Identified salient human rights issues
| Salient human rights issues | Potentially affected stakeholders |
|---|---|
| Discrimination and harassment | Employees, suppliers, customers, community residents, etc. |
| Gender equality | Employees, suppliers, customers, community residents, etc. |
| Child labor | Employees of the company and its suppliers |
| Forced labor and human trafficking | Employees of the company and its suppliers |
| Freedom of association and the right to collective bargaining | Employees of the company and its suppliers |
| Fair working conditions and wages | Employees of the company and its suppliers |
| Occupational health and safety | Employees of the company and its suppliers |
| Working hours | Employees of the company and its suppliers |
| Rights of foreign workers (migrant workers) | Employees of the company and its suppliers |
| Healthy lifestyle for local residents, access to water | community residents |
| Impact of advertising and marketing on children | Customers and consumers |
| Customer and user health | Customers and consumers |
| Access to information | Donors of human-derived raw materials |
| Privacy rights | Employees, clinical trial subjects, customers, etc. |
Initiatives for risk assessment, mitigation, and remedy
The main initiatives implemented in FY2023 to mitigate and remediate human rights risks are as follows.
| Overview of human rights risks | Mitigation/correction measures |
|---|---|
| 1. Improve the working environment for foreign workers (migrant workers) at domestic production sites The issue is to understand the actual working conditions of technical intern trainees and other foreign workers in Japan and to create an environment where foreign workers can work with a greater sense of security. |
We visited five Meiji Group business sites where foreign workers (migrant workers) are employed. There, we checked the workplaces and exchanged opinions with the site managers. We checked to see whether the business sites are operating in accordance with the Meiji Group Guidelines for Employment of Foreign Workers. Although no material risks were found, we requested that action be taken to improve certain matters deemed to require improvement. |
| 2. Manage human rights risks for suppliers The results of the Sustainable Procurement Survey of suppliers conducted between FY2020 and FY2022 reveal concerns about human rights risks at some suppliers. |
Based on the results of the Sustainable Procurement Survey, we exchange opinions about human rights and labor with four first-tier suppliers with human rights concerns, and we confirmed the details of their initiatives. (We also visited some of the sites.) As a result, although no material risks were found, we requested that ongoing efforts be made to reduce human rights risks. In FY2024, we plan to exchange opinions with an expanded scope of suppliers. |
| 3. Child labor in cocoa-producing countries Child labor is an issue in the main country where we procure cocoa beans. |
In the Republic of Ghana, the main country where we procure cocoa beans, we operate the Child Labor Monitoring and Remediation Systems (CLMRS) with the aim of eliminating child labor. In the year between October 2022 and September 2023, the number of farms with CLMRS was 5,460. |
| 4. Understand the actual working conditions of foreign workers (migrant workers) on dairy farms The issue is understanding human rights risks at dairy farms where many foreign workers are employed. |
We conducted a survey of employment conditions for foreign workers (migrant workers) at 37 dairy farms across Japan that have a relationship with the Meiji Group. The survey was conducted through interviews at each farm by staff from Meiji’s Milk Procurement Department. The results showed that about 80% of dairy farmers employ foreign workers. It was also found that more detailed checks are needed to get an accurate understanding of human rights risks. We therefore plan to visit dairy farms in FY2024 to confirm actual conditions. |
| 5. Identify risks related to children’s rights The issue is identifying and addressing human rights risks in business that relate to children’s rights. |
Based on the Children’s Rights and Business Principles and other resources, we identified and listed the risks related to children’s rights in the value chain. In light of the results, we have begun to revise our Marketing Communication to Children Policy. |
| 6. Raise employee awareness for human rights The issue is informing Group employees about our Policy on Human Rights and improving their understanding of human rights. |
We have provided human rights education through e-learning and group training, with approximately 14,000 employees participating throughout the Group. |
| 7. Introduction of a multilingual consultation and remedy service The existing whistleblowing system for Group companies in Japan was only available in Japanese. The issue therefore was to introduce a multilingual consultation service that foreign workers (migrant workers) could also use with ease. |
A grievance system (JP-MIRAI Assist) available in multiple languages was introduced in June 2023. We promoted awareness and understanding for the system among foreign workers at our Group companies in Japan and at our contractors. |
Initiatives to Reduce Human Rights Risks for Foreign Workers (Migrant Workers)
In 2022, the Meiji Group established the Guidelines for Employment of Foreign Workers and has since worked to disseminate and thoroughly implement the Guidelines among related parties within the Group as well as contractors. The Guidelines stipulate the minimum common rules to be observed in the employment and labor management of foreign workers.
<Items to be included in the guidelines for the employment of foreign workers>
1. Matters to be confirmed concerning foreign workers
2. Points to be noted when applying from foreign workers
3. Use of brokers
4. Intermediary fees and other related expenses
5. Working regulations
6. Working conditions and employment contracts
7. Prohibition of forced labor
8. Wages and working hours
9. Provision of housing such as dormitories
10. Consultation Desk and Complaint Processing System, Section
11. Occupational Health and Safety
12. Medical checkups
13. Training
14. Assistance for termination of contract, dismissal, and re-employment
15. Communicating with cooperating companies and dispatching companies
Every year, the Meiji Group conducts a written survey to confirm the employment of foreign workers at each business site as well as their employment and labor management conditions to determine if there are any human rights risks. Based on these results, for those business sites requiring more detailed checks, we visit the sites in person to confirm the actual situation and conduct interviews, and where necessary, we proceed with efforts for improvement.
Continuous improvement process for identifying and improving human rights risks in relation to foreign workers
In FY2023, we visited five business sites within the Group based on the results of written surveys and interviews conducted in FY2022 and earlier. In addition to conducting firsthand checks on the working environment for foreign workers, we checked if there were any human rights risks through exchanges of opinions with the site managers. As a result, although no material risks were found, we requested that improvements be made for certain matters that we thought required improvement in order to create a workplace environment where employees can work with a greater sense of security.
| Interviewed period | Interviewed sites | Person interviewed | Methods |
|---|---|---|---|
| FY 2021 | 6 group companies | 7 labor managers in total | Online interview |
| 6 on-site managers in total | |||
| 8 plants | 8 labor managers in total | Online interview | |
| 8 on-site managers in total | |||
| FY 2023 | 5 plants | 11 plant on-site managers in total | On-site interview |
| 7 contractors on-site managers |
In light of the results of the above site visits, in March 2024, we held a meeting with the site managers of each business site to share some case studies. At the meeting, good practices from the sites we visited in relation to communication with foreign workers and safety considerations were shared, with a view to expanding these practices to other sites.
In FY2024 and beyond, we will continue to conduct written surveys and site visits as part of our efforts to create environments where foreign workers can work with confidence.
Introduction of a multilingual consultation and remedy service for foreign workers
Meiji Group introduced a multilingual consultation and remedy service for foreign workers in June 2023. This service is provided by JP-MIRAI (Japan Platform for Migrant Workers towards Responsible and Inclusive Society) and is available in 22 languages: English, Chinese, Vietnamese, Tagalog, Indonesian, Myanmar, Portuguese, Spanish, etc. To ensure that foreign workers who are unfamiliar with life in Japan can work and live in Japan without any concerns, the service offers a full range of consultations on work, health, and daily life. It also serves as a whistle-blowing system when they experience problems in the workplace and provides support from professional staff as needed until the problem is resolved. The reported information will be strictly handled and managed with anonymity and confidentiality preserved, thereby protecting the privacy of people who raise concerns. We are working to raise awareness about the service among employees of the Meiji Group and contractors who work in Japan.
Responding to Human Rights Related Laws and Regulations in Each Country and Region
In expanding our business globally, Meiji Group will comply with the laws and regulations regarding the working environment and human rights established in each country, and will act in good faith in all business activities.
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UK Modern Slavery Act 2015
- Meiji Group Modern Slavery Act Transparency Statement
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Australian Modern Slavery Act 2018
- Modern Slavery Act Statement
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California Transparency in Supply Chain Act
- California Transparency in Supply Chains Act Statement
Group Employee Training
We engage in education and training activities related to respect for human rights and prohibition of discrimination, prohibition of forced and child labor, prohibition of harassment, safe and healthy workplaces, respect for fundamental rights of employees, and more, based on the Meiji Group Policy on Human Rights.
In-Company Training
In FY2023, we provided an e-learning course on human rights for all employees in Japan (approximately 13,000 employees, 93% participation rate) with the theme of “LGBTQ+ and human rights.” Overseas, we provided training on ”business and human rights” for employees in seven countries, including China, Thailand, and Indonesia (approximately 1,200 employees, 99% participation rate). As part of the education programs, we explain human rights issues as they relate to the Meiji Group’s businesses and work environment in an effort to raise employee awareness of human rights and to reduce risks.
Education on harassment
We conduct e-learning on harassment, which is one of the human rights issues in the workplace, for all employees. We explain the diversifying examples of modern harassment and the policy on harassment in our group to raise employee awareness of harassment. For managers, in addition to providing education through specific examples, we also provide education on how to respond to harassment consultations, and promote initiatives to prevent harassment.
Training for Hiring Personnel
In Japan, we provide training on fair recruitment and selection to hiring personnel at our offices nationwide, and ensure compliance with prohibitions on discrimination in employment and harassment, and with respect for the fundamental human rights of applicants. In addition to respecting people's ability to work of their own free will, we also strive to prevent forced labor through clear advance presentation of working conditions (including work content, hours, rest periods, vacations, holidays, wages, salary increases, and provisions on retirement, etc.) and conclude of employment contracts. We also take action to ensure that all employees meet statutory minimum age requirements at the time of hiring in order to prevent child labor.